You might as well recruit someone random off the street if you don’t get your recruitment process right! During my time working in HR, I’ve seen businesses cover the whole spectrum when it comes to assessing individuals for a job.
At one end of the scale, there’s the hiring manager with a shortlist of candidates to interview for the IT role armed with the interview questions used last time the vacancy was filled five years previously.
Employers do tend to think that interviews are the only way to assess candidates for a role. Granted, interviews with a skilled interviewer asking relevant questions to draw out the candidate’s knowledge do work well. However, there are other ways to help select the right person.
But what about the time and cost implications, I hear you cry! Well, just ask yourself, would you select and invest in a new software system without thoroughly assessing whether it’s the right one for your business? I’m guessing not.
The same should apply to recruitment. It is, after all, an investment. The CIPD estimates the cost of recruiting the wrong person to be 2.5 times their annual salary. Even applied to the lowest-paid roles, this can cost over £30,000.
The key is to make the way you assess someone for a vacancy as relevant to the job as possible. For example, for a Creative Video Producer vacancy, why not invite applicants to submit a video showcasing their employment history and skills?
Using inventive ways to recruit employees can go a long way to enhancing your employer brand, too. Many of today’s generation want to work for the ‘coolest’ companies. Businesses with a name for being innovative are often high on their new-employer wish list.
Inspired to try something different for your recruitment process? We’d be happy to have a chat with you about it. Give us a call on 020 7566 3839.